It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For additional insight on hiring trends, visit: http://execu-search.com/resources

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

published:17 Jun 2015

views:331

NES Rentals improves their talent pool and candidate experience with SilkRoad's OpenHire recruiting management system. Communication between hiring managers and recruiters has also improved, which streamlined the entire recruiting process.

published:19 Sep 2012

views:479

Learn about managing your candidate experience in this Glassdoor webinar with Ongig!

published:25 Feb 2015

views:434

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

published:02 Jul 2014

views:2092

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

published:19 May 2016

views:1485

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L’Oreal were keen to ensure their recruiters were equipped with the right tools to deliver outstanding candidate experiences.
“We decided to use a very flexible and very user friendly platform to make sure that the recruiters have all the weapons in their helm to provide a perfect candidate experience to all the candidates that apply at L’Oreal. It’s more than 1,500,000 per year”.
Find out more about Avature ATS and custom portals:
https://www.avature.net/applicant-tracking-system/
See more customer success stories:
Philips: https://youtu.be/86y7P-MCNcs
NuVasive: https://youtu.be/BvQE2QQxIlQ
Specsavers: https://youtu.be/PbMbtKgzLjg
KPMG: https://youtu.be/yFBCFN-AX3Q

published:20 Oct 2015

views:1637

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If employers want to know how their own candidate’s experience is going – why not ask? Only 25% of employers regularly request feedback directly from candidates on their experience and 78% of job seekers report never having been asked to give feedback. This feedback could tell you all you need to know to improve your prospects.
It’s also important for employers to remember that candidate experience doesn’t simply end on the first day of work. 45% of candidates say their employers had a planned approach to assimilate them into the organization once hired. Showing they are continuing to look after their valuable staff.
We know how to speak the Candidate language - and we can assist you in learning it, too!

published:12 Apr 2017

views:922

Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/
• Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers.
• Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
• Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.

published:12 Oct 2015

views:455896

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how software solely dedicated to talent acquisition can help improve candidate experience and, in turn, generate a larger number of higher quality candidates.

Knowledge management

Knowledge management (KM) is the process of capturing, developing, sharing, and effectively using organizational knowledge. It refers to a multi-disciplinary approach to achieving organizational objectives by making the best use of knowledge.

"Nomination" is part of the process of selecting a candidate for either election to an office by a political party, or the bestowing of an honor or award. This person is called a "nominee," though nominee often is used interchangeably with "candidate." Presumptive nominee is a term used when a person or organization believes that the nomination is inevitable or likely. The act of being a candidate in a race for either a party nomination or for electoral office is called a "candidacy." Presumptive candidate may be used to describe someone who is predicted to be a formal candidate.

The interrogation of experience has a long tradition in continental philosophy. Experience plays an important role in the philosophy of Søren Kierkegaard. The German term Erfahrung, often translated into English as "experience", has a slightly different implication, connoting the coherency of life's experiences.

How To Improve The Candidate Experience To Attract Top Talent

It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For additional insight on hiring trends, visit: http://execu-search.com/resources

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

NES Rentals improves their talent pool and candidate experience with SilkRoad's OpenHire recruiting management system. Communication between hiring managers and recruiters has also improved, which streamlined the entire recruiting process.

34:06

Webinar: 5 Steps to Managing the Candidate Experience

Webinar: 5 Steps to Managing the Candidate Experience

Webinar: 5 Steps to Managing the Candidate Experience

Learn about managing your candidate experience in this Glassdoor webinar with Ongig!

26:58

10 Principles Behind Candidate Experience Part 1

10 Principles Behind Candidate Experience Part 1

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

59:21

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

1:48

How L'Oréal Enhanced Their Candidate Experience with Avature

How L'Oréal Enhanced Their Candidate Experience with Avature

How L'Oréal Enhanced Their Candidate Experience with Avature

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L’Oreal were keen to ensure their recruiters were equipped with the right tools to deliver outstanding candidate experiences.
“We decided to use a very flexible and very user friendly platform to make sure that the recruiters have all the weapons in their helm to provide a perfect candidate experience to all the candidates that apply at L’Oreal. It’s more than 1,500,000 per year”.
Find out more about Avature ATS and custom portals:
https://www.avature.net/applicant-tracking-system/
See more customer success stories:
Philips: https://youtu.be/86y7P-MCNcs
NuVasive: https://youtu.be/BvQE2QQxIlQ
Specsavers: https://youtu.be/PbMbtKgzLjg
KPMG: https://youtu.be/yFBCFN-AX3Q

3:11

Candidate Experience

Candidate Experience

Candidate Experience

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If employers want to know how their own candidate’s experience is going – why not ask? Only 25% of employers regularly request feedback directly from candidates on their experience and 78% of job seekers report never having been asked to give feedback. This feedback could tell you all you need to know to improve your prospects.
It’s also important for employers to remember that candidate experience doesn’t simply end on the first day of work. 45% of candidates say their employers had a planned approach to assimilate them into the organization once hired. Showing they are continuing to look after their valuable staff.
We know how to speak the Candidate language - and we can assist you in learning it, too!

2:09

Recruitment is Marketing

Recruitment is Marketing

Recruitment is Marketing

Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/
• Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers.
• Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
• Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.

1:56

The Importance of a Positive Candidate Experience

The Importance of a Positive Candidate Experience

The Importance of a Positive Candidate Experience

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how software solely dedicated to talent acquisition can help improve candidate experience and, in turn, generate a larger number of higher quality candidates.

43:14

Improving the Candidate Experience

Improving the Candidate Experience

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

3:24

The Candidate Experience with a Consumer Mentality

The Candidate Experience with a Consumer Mentality

The Candidate Experience with a Consumer Mentality

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the world’s leading companies to innovate the talent solutions of tomorrow.
Connect with us:
Website: http://www.kellyocg.com/
LinkedIn: https://www.linkedin.com/company/207796?trk=tyah&trkInfo=clickedVertical%3Acompany%2CclickedEntityId%3A207796%2Cidx%3A2-1-4%2CtarId%3A1461681621990%2Ctas%3Akellyocg
Twitter: https://twitter.com/kellyocg

How To Improve The Candidate Experience To Attract Top Talent

It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For additional insight on hiring trends, visit: http://execu-search.com/resources

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

NES Rentals improves their talent pool and candidate experience with SilkRoad's OpenHire recruiting management system. Communication between hiring managers and recruiters has also improved, which streamlined the entire recruiting process.

published: 19 Sep 2012

Webinar: 5 Steps to Managing the Candidate Experience

Learn about managing your candidate experience in this Glassdoor webinar with Ongig!

published: 25 Feb 2015

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

published: 02 Jul 2014

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

published: 19 May 2016

How L'Oréal Enhanced Their Candidate Experience with Avature

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L’Oreal were keen to ensure their recruiters were equipped with the right tools to deliver outstanding candidate experiences.
“We decided to use a very flexible and very user friendly platform to make sure that the recruiters have all the weapons in their helm to provide a perfect candidate experience to all the candidates that apply at L’Oreal. It’s more than 1,500,000 per year”.
Find out more about Avature ATS and custom portals:
https://www.avature.net/applicant-tracking-system/
See more customer success stories:
Philips: https://youtu.be/86y7P-MCNcs
NuVasive: https://youtu.be/BvQE2QQxIlQ
Specsavers: https://youtu.be/PbMbtKg...

published: 20 Oct 2015

Candidate Experience

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If employers want to know how their own candidate’s experience is going – why not ask? Only 25% of employers regularly request feedback directly from candidates on their experience and 78% of job seekers report never having been asked to give feedback. This feedback could tell you all you need to know to improve your prospects.
It’s also important for employers to remember that candidate experience doesn’t simply end on the first day of work. 45% of candidates say their employers had a planned approach to assimilate them into the organization once hired. Showing they are continuing to look after their valuable staff.
We know how to spe...

published: 12 Apr 2017

Recruitment is Marketing

Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/
• Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers.
• Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
• Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.

published: 12 Oct 2015

The Importance of a Positive Candidate Experience

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how software solely dedicated to talent acquisition can help improve candidate experience and, in turn, generate a larger number of higher quality candidates.

published: 27 May 2015

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
H...

published: 05 Jul 2012

The Candidate Experience with a Consumer Mentality

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the world’s leading companies to innovate the talent solutions of tomorrow.
Connect with us:
Website: http://www.kellyocg.com/
LinkedIn: https://www.linkedin.com/company/207796?trk=tyah&trkInfo=clickedVertical%3Acompany%2CclickedEntityId%3A207796%2Cidx%3A2-1-4%2CtarId%3A1461681621990%2Ctas%3Akellyocg
Twitter: https://twitter.com/kellyocg

How To Improve The Candidate Experience To Attract Top Talent

It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For a...

It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For additional insight on hiring trends, visit: http://execu-search.com/resources

It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For additional insight on hiring trends, visit: http://execu-search.com/resources

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to o...

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect i...

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

published:02 Jul 2014

views:2092

back

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

How L'Oréal Enhanced Their Candidate Experience with Avature

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L...

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L’Oreal were keen to ensure their recruiters were equipped with the right tools to deliver outstanding candidate experiences.
“We decided to use a very flexible and very user friendly platform to make sure that the recruiters have all the weapons in their helm to provide a perfect candidate experience to all the candidates that apply at L’Oreal. It’s more than 1,500,000 per year”.
Find out more about Avature ATS and custom portals:
https://www.avature.net/applicant-tracking-system/
See more customer success stories:
Philips: https://youtu.be/86y7P-MCNcs
NuVasive: https://youtu.be/BvQE2QQxIlQ
Specsavers: https://youtu.be/PbMbtKgzLjg
KPMG: https://youtu.be/yFBCFN-AX3Q

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L’Oreal were keen to ensure their recruiters were equipped with the right tools to deliver outstanding candidate experiences.
“We decided to use a very flexible and very user friendly platform to make sure that the recruiters have all the weapons in their helm to provide a perfect candidate experience to all the candidates that apply at L’Oreal. It’s more than 1,500,000 per year”.
Find out more about Avature ATS and custom portals:
https://www.avature.net/applicant-tracking-system/
See more customer success stories:
Philips: https://youtu.be/86y7P-MCNcs
NuVasive: https://youtu.be/BvQE2QQxIlQ
Specsavers: https://youtu.be/PbMbtKgzLjg
KPMG: https://youtu.be/yFBCFN-AX3Q

Candidate Experience

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If ...

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If employers want to know how their own candidate’s experience is going – why not ask? Only 25% of employers regularly request feedback directly from candidates on their experience and 78% of job seekers report never having been asked to give feedback. This feedback could tell you all you need to know to improve your prospects.
It’s also important for employers to remember that candidate experience doesn’t simply end on the first day of work. 45% of candidates say their employers had a planned approach to assimilate them into the organization once hired. Showing they are continuing to look after their valuable staff.
We know how to speak the Candidate language - and we can assist you in learning it, too!

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If employers want to know how their own candidate’s experience is going – why not ask? Only 25% of employers regularly request feedback directly from candidates on their experience and 78% of job seekers report never having been asked to give feedback. This feedback could tell you all you need to know to improve your prospects.
It’s also important for employers to remember that candidate experience doesn’t simply end on the first day of work. 45% of candidates say their employers had a planned approach to assimilate them into the organization once hired. Showing they are continuing to look after their valuable staff.
We know how to speak the Candidate language - and we can assist you in learning it, too!

Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/
• Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers.
• Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
• Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.

Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/
• Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers.
• Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
• Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.

The Importance of a Positive Candidate Experience

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how softw...

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how software solely dedicated to talent acquisition can help improve candidate experience and, in turn, generate a larger number of higher quality candidates.

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how software solely dedicated to talent acquisition can help improve candidate experience and, in turn, generate a larger number of higher quality candidates.

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the peop...

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

The Candidate Experience with a Consumer Mentality

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the w...

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the world’s leading companies to innovate the talent solutions of tomorrow.
Connect with us:
Website: http://www.kellyocg.com/
LinkedIn: https://www.linkedin.com/company/207796?trk=tyah&trkInfo=clickedVertical%3Acompany%2CclickedEntityId%3A207796%2Cidx%3A2-1-4%2CtarId%3A1461681621990%2Ctas%3Akellyocg
Twitter: https://twitter.com/kellyocg

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the world’s leading companies to innovate the talent solutions of tomorrow.
Connect with us:
Website: http://www.kellyocg.com/
LinkedIn: https://www.linkedin.com/company/207796?trk=tyah&trkInfo=clickedVertical%3Acompany%2CclickedEntityId%3A207796%2Cidx%3A2-1-4%2CtarId%3A1461681621990%2Ctas%3Akellyocg
Twitter: https://twitter.com/kellyocg

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

published: 17 Jun 2015

Webinar: 5 Steps to Managing the Candidate Experience

Learn about managing your candidate experience in this Glassdoor webinar with Ongig!

published: 25 Feb 2015

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

published: 19 May 2016

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
H...

published: 05 Jul 2012

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

published: 02 Jul 2014

Candidate Experience Checklist Webinar

published: 10 Jun 2015

Candidate Experience Part 1 & 2

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
6.Great candidate experience are stress free
7.Great candidate experience in...

Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day-to-day activities.
Continue your talent acquisition transformation at TalentConnect365: http://linkd.in/1s8SWeG

Employers: Brand and The Candidate Experience

When you are in the business of creating extraordinary experiences (Bozzuto’s brand promise), candidate experience takes on a whole new meaning. A perpetual work in progress, and not exempt from imperfection, we strive to have positive touch points with everyone who becomes acquainted with the Bozzuto brand.
JoinTalentBoard VP, Kevin Grossman, as he welcomes KristenReese, Vice President of Talent Management, Diversity & Inclusion at Bozzuto, and a multi-year CandE AwardWinner, who will deliver an informative 30-minute webinar that will cover:
– When does the candidate experience begin
– Who is “the candidate”
– Why does a positive candidate experience matter – the business case

Today, there are five generations in the workforce: traditionalists, boomers, Gen X, millennials and, chomping at the bit, Gen Z. Each defined by their individual histories and brings a slightly different view on what work is, how it’s performed and what value it holds.
So what does this mean for your recruiting strategy?
The generational aspect now plays a bigger role in determining which approach is best for each generation.
Watch this on-demand webinar led by Elaine Orler, chairman and co-founder of TalentBoard, the founding organization of the CandidateExperience (CandE) Awards, and learn more about ways to recruit different generations of talent and the expectations and preferences of each.
Elaine Orler, chairman and co-founder of Talent Board, discusses:
• Ways to recruit di...

published: 27 May 2016

Webinar: Extending the Candidate Experience from Shoulder Tap to First Day

Why the Fuss About Candidate Experience Track 3

Treat Your Candidates Like Your Customers: New Age Talent Strategies

Attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consider the following: 83% of recruiters surveyed describe the current employment market as candidate-driven. (Source: Recruiter Sentiment Study by MRINetwork). Recruiters now face the challenge of offering jobs while expecting more rejection.
Today’s job seekers are in the driver’s seat. They have the power of social media on their side - they conduct endless research to fully understand a company, its culture, and its reputation before making first contact… And, they’re way more selective about which organizations they’re willing to work for. Candidates have consumer like expectations and expect engaging, transparent experiences. What’s more, candidates are often your customers. Ho...

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to o...

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the peop...

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect i...

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

Candidate Experience Part 1 & 2

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect i...

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
6.Great candidate experience are stress free
7.Great candidate experience indulge the senses
8.Great candidate experience are socially engaging
9.Great candidate experience put the candidate in control
10.Great candidate experience consider the emotions
For more go to socialtalent.co and you too can become a Sourcing Ninja!

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
6.Great candidate experience are stress free
7.Great candidate experience indulge the senses
8.Great candidate experience are socially engaging
9.Great candidate experience put the candidate in control
10.Great candidate experience consider the emotions
For more go to socialtalent.co and you too can become a Sourcing Ninja!

Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right ...

Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day-to-day activities.
Continue your talent acquisition transformation at TalentConnect365: http://linkd.in/1s8SWeG

Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day-to-day activities.
Continue your talent acquisition transformation at TalentConnect365: http://linkd.in/1s8SWeG

Employers: Brand and The Candidate Experience

When you are in the business of creating extraordinary experiences (Bozzuto’s brand promise), candidate experience takes on a whole new meaning. A perpetual wor...

When you are in the business of creating extraordinary experiences (Bozzuto’s brand promise), candidate experience takes on a whole new meaning. A perpetual work in progress, and not exempt from imperfection, we strive to have positive touch points with everyone who becomes acquainted with the Bozzuto brand.
JoinTalentBoard VP, Kevin Grossman, as he welcomes KristenReese, Vice President of Talent Management, Diversity & Inclusion at Bozzuto, and a multi-year CandE AwardWinner, who will deliver an informative 30-minute webinar that will cover:
– When does the candidate experience begin
– Who is “the candidate”
– Why does a positive candidate experience matter – the business case

When you are in the business of creating extraordinary experiences (Bozzuto’s brand promise), candidate experience takes on a whole new meaning. A perpetual work in progress, and not exempt from imperfection, we strive to have positive touch points with everyone who becomes acquainted with the Bozzuto brand.
JoinTalentBoard VP, Kevin Grossman, as he welcomes KristenReese, Vice President of Talent Management, Diversity & Inclusion at Bozzuto, and a multi-year CandE AwardWinner, who will deliver an informative 30-minute webinar that will cover:
– When does the candidate experience begin
– Who is “the candidate”
– Why does a positive candidate experience matter – the business case

Today, there are five generations in the workforce: traditionalists, boomers, Gen X, millennials and, chomping at the bit, Gen Z. Each defined by their individu...

Today, there are five generations in the workforce: traditionalists, boomers, Gen X, millennials and, chomping at the bit, Gen Z. Each defined by their individual histories and brings a slightly different view on what work is, how it’s performed and what value it holds.
So what does this mean for your recruiting strategy?
The generational aspect now plays a bigger role in determining which approach is best for each generation.
Watch this on-demand webinar led by Elaine Orler, chairman and co-founder of TalentBoard, the founding organization of the CandidateExperience (CandE) Awards, and learn more about ways to recruit different generations of talent and the expectations and preferences of each.
Elaine Orler, chairman and co-founder of Talent Board, discusses:
• Ways to recruit different generations of talent
• How recruiting strategy impacts the candidate experience
• What employers can do to improve their processes
Sharing results from the fifth annual Candidate Experience Research report, Orler considers how recruiting strategy impacts the job candidate experience and what employers can do to improve their processes.
In addition, Orler shares insights and discuss which recruiting practices helped recent CandE Winners deliver a positive experience.
Learn more about this year’s survey data and what you can do to enhance your recruiting strategy and engage top talent!
Disclaimer:
*Viewing this recording does not meet the requirements to receive HRCI credit. Attend one of our live presentations for HRCI credit opportunities.

Today, there are five generations in the workforce: traditionalists, boomers, Gen X, millennials and, chomping at the bit, Gen Z. Each defined by their individual histories and brings a slightly different view on what work is, how it’s performed and what value it holds.
So what does this mean for your recruiting strategy?
The generational aspect now plays a bigger role in determining which approach is best for each generation.
Watch this on-demand webinar led by Elaine Orler, chairman and co-founder of TalentBoard, the founding organization of the CandidateExperience (CandE) Awards, and learn more about ways to recruit different generations of talent and the expectations and preferences of each.
Elaine Orler, chairman and co-founder of Talent Board, discusses:
• Ways to recruit different generations of talent
• How recruiting strategy impacts the candidate experience
• What employers can do to improve their processes
Sharing results from the fifth annual Candidate Experience Research report, Orler considers how recruiting strategy impacts the job candidate experience and what employers can do to improve their processes.
In addition, Orler shares insights and discuss which recruiting practices helped recent CandE Winners deliver a positive experience.
Learn more about this year’s survey data and what you can do to enhance your recruiting strategy and engage top talent!
Disclaimer:
*Viewing this recording does not meet the requirements to receive HRCI credit. Attend one of our live presentations for HRCI credit opportunities.

published:27 May 2016

views:276

back

Webinar: Extending the Candidate Experience from Shoulder Tap to First Day

Treat Your Candidates Like Your Customers: New Age Talent Strategies

Attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consider the following: 83% of recruiters surveyed descr...

Attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consider the following: 83% of recruiters surveyed describe the current employment market as candidate-driven. (Source: Recruiter Sentiment Study by MRINetwork). Recruiters now face the challenge of offering jobs while expecting more rejection.
Today’s job seekers are in the driver’s seat. They have the power of social media on their side - they conduct endless research to fully understand a company, its culture, and its reputation before making first contact… And, they’re way more selective about which organizations they’re willing to work for. Candidates have consumer like expectations and expect engaging, transparent experiences. What’s more, candidates are often your customers. How you treat jobseekers can affect your customer relationships and your overall reputation in the market. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
Join this webcast to learn about:
The new dynamic and market landscape for talent
New imperatives and talent strategies for organizations
Lessons from Best practice organizations
Vendor Link: http://www.hr.com//en/webcasts_events/webcasts/archived_webcasts_podcasts/treat-your-candidates-like-your-customers-new-age-_ifxz7nsg.html?s=fcgqKJntB3kwpwHj

Attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consider the following: 83% of recruiters surveyed describe the current employment market as candidate-driven. (Source: Recruiter Sentiment Study by MRINetwork). Recruiters now face the challenge of offering jobs while expecting more rejection.
Today’s job seekers are in the driver’s seat. They have the power of social media on their side - they conduct endless research to fully understand a company, its culture, and its reputation before making first contact… And, they’re way more selective about which organizations they’re willing to work for. Candidates have consumer like expectations and expect engaging, transparent experiences. What’s more, candidates are often your customers. How you treat jobseekers can affect your customer relationships and your overall reputation in the market. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
Join this webcast to learn about:
The new dynamic and market landscape for talent
New imperatives and talent strategies for organizations
Lessons from Best practice organizations
Vendor Link: http://www.hr.com//en/webcasts_events/webcasts/archived_webcasts_podcasts/treat-your-candidates-like-your-customers-new-age-_ifxz7nsg.html?s=fcgqKJntB3kwpwHj

How To Improve The Candidate Experience To Attract Top Talent

It only takes one bad experience to change a candidate’s mind about an opportunity! Here are 5 ways to improve your hiring process to secure top talent.
For additional insight on hiring trends, visit: http://execu-search.com/resources

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

59:21

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperati...

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

1:48

How L'Oréal Enhanced Their Candidate Experience with Avature

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on...

How L'Oréal Enhanced Their Candidate Experience with Avature

Discover why Avature ATS is the platform of choice at L’Oreal when managing recruitment on a global scale. With over 1,500,000 candidates who apply each year, L’Oreal were keen to ensure their recruiters were equipped with the right tools to deliver outstanding candidate experiences.
“We decided to use a very flexible and very user friendly platform to make sure that the recruiters have all the weapons in their helm to provide a perfect candidate experience to all the candidates that apply at L’Oreal. It’s more than 1,500,000 per year”.
Find out more about Avature ATS and custom portals:
https://www.avature.net/applicant-tracking-system/
See more customer success stories:
Philips: https://youtu.be/86y7P-MCNcs
NuVasive: https://youtu.be/BvQE2QQxIlQ
Specsavers: https://youtu.be/PbMbtKgzLjg
KPMG: https://youtu.be/yFBCFN-AX3Q

3:11

Candidate Experience

When it comes to discovering, attracting and retaining the best talent, one thing we shoul...

Candidate Experience

When it comes to discovering, attracting and retaining the best talent, one thing we should never underestimate is the power of great candidate experience.
If employers want to know how their own candidate’s experience is going – why not ask? Only 25% of employers regularly request feedback directly from candidates on their experience and 78% of job seekers report never having been asked to give feedback. This feedback could tell you all you need to know to improve your prospects.
It’s also important for employers to remember that candidate experience doesn’t simply end on the first day of work. 45% of candidates say their employers had a planned approach to assimilate them into the organization once hired. Showing they are continuing to look after their valuable staff.
We know how to speak the Candidate language - and we can assist you in learning it, too!

Recruitment is Marketing

Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/
• Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers.
• Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
• Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.

1:56

The Importance of a Positive Candidate Experience

Recruiting software should focus not only on providing a great experience for recruiters, ...

The Importance of a Positive Candidate Experience

Recruiting software should focus not only on providing a great experience for recruiters, but also candidates. Colin Day, our Chairman & CEO, explains how software solely dedicated to talent acquisition can help improve candidate experience and, in turn, generate a larger number of higher quality candidates.

43:14

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things...

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

3:24

The Candidate Experience with a Consumer Mentality

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsou...

The Candidate Experience with a Consumer Mentality

KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the world’s leading companies to innovate the talent solutions of tomorrow.
Connect with us:
Website: http://www.kellyocg.com/
LinkedIn: https://www.linkedin.com/company/207796?trk=tyah&trkInfo=clickedVertical%3Acompany%2CclickedEntityId%3A207796%2Cidx%3A2-1-4%2CtarId%3A1461681621990%2Ctas%3Akellyocg
Twitter: https://twitter.com/kellyocg

5 Ways To Hack The Candidate Experience

Watch this recording to learn:
How to make your jobs easy for the right talent to find online.
How to apply user experience & user interface best practices to online recruiting.
How to use social networks, candidate relationship management, talent communities and other online engagement platforms to build relationships (and your recruiting reputation).
How to audit, improve and manage your online application process while packing your pipeline (and why it's so important to the digital candidate experience).
The bottom line impact of the digital candidate experience and how to measure and maximize the return on your recruiting investment with meaningful metrics and actionable analytics.

34:06

Webinar: 5 Steps to Managing the Candidate Experience

Learn about managing your candidate experience in this Glassdoor webinar with Ongig!

Webinar: Inside the Candidate's Head: The 5 Stages of the Candidate Experience

Learn more about the candidate journey and why making an impact at every stage is imperative from:
- Chris Brablc, Director of Product Marketing, SmashFly
- KiraFederer, Product Marketing Manager, Glassdoor

43:14

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things...

Improving the Candidate Experience

It's easy to be cranky. It's easy to complain about the people and companies who do things wrong, such as recruiting. You know what's not easy, finding the people and companies who are doing recruiting right, showcasing them, and recognizing their good work.
At the blogger lounge at the SHRMNational Conference in Atlanta, a panel discussion on 1-to-1 relationships quickly evolved into a discussion about what's wrong with the candidate experience and how to improve on it. On the panel were:
• Moderator: John Sumser (@johnsumser), Founder and Managing Editor of HR Examiner and Principal Consultant HRxAnalysts
• GerryCrispin (@gerrycrispin), Principal and Cofounder of CareerXroads
• Sarah White (@imsosarah), EO, Principal Strategist, Sarah White & Associates, LLC and Blogger, HR Tech Blog
Here are some of the tips and issues that come up in the discussion:
• Instead of trashing companies, Crispin along with White created the candidate experience awards to promote companies who are doing a good job managing candidates.
• Many companies aren't delivering the bare minimum to candidates, such as a simple note that says, "Yes we got your information" or "No we're not interested" at some point in the process.
• The application process is so cumbersome. There are companies that will apply for jobs for you at $2/an application. They'll include your name and will be able to spoof your IP address as well.
• Every year Crispin applies to the top 100 companies to work for. This year he applied under the name "Charlie Brown." It's the most boring thing, he said, and it takes a month to do even with the help of eight volunteers and heads of staffing of which each are given five companies to submit "Charlie Brown's" resume. Only two did all five. Six didn't, saying it was the worst thing they ever had to do. They never had done it before, therefore never realized how bad it was, and realized their company didn't do it any better.
• The candidate experience needs to improve because the candidates are also consumers of the company. If you don't respect them as a candidate they'll tell everyone they know, which hurts both your hiring and your business.
• There was an argument about the value of email autoresponses. Some argued that they mean nothing. People know it's from a computer. Crispin argued that they're not that bad. It all depends on the quality of the auto responders. He found only one-third of the top 100 companies had autoresponders.
• All the application tracking systems (ATS) allow for an email to be sent out automatically when a position is closed. Most companies don't choose to use that. Most don't even realize they can do it.
• Candidate experience starts far before the person applies for the job. It's the website. It's the job posting. It's very emotional. Candidates look at a lot of stuff before the application process.
• In one good example, Crispin noted that Sage's application process began with a note that said you can apply within two minutes. When you're done, and pressed submit, they asked the question, "How long did it take you?" If it took longer than two minutes they want to know. This helps them improve their process. In addition, the applicant is told that they'll receive a response from a recruiter within 20 days. And recruiters do it because they know on the 20th day an email automatically goes to the candidate asking if anyone contacted them.
• We're so quick to give social credit for positive and negative for what's going on. Having social in an organization doesn't mean you have a worse or better experience.
• If the candidate says they had a positive experience, then you've accomplished a positive candidate experience. That's great but it's still not a one-on-one experience.
• Is an actual one-on-one experience important or is the perception of a one-on-one experience important? Apple doesn't target people on a one-on-one basis but they're talking to me personally.
http://resources.dice.com/

10 Principles Behind Candidate Experience Part 1

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
For more go to socialtalent.co

Candidate Experience Part 1 & 2

After Indeed's big mobile recruiting announcement this week (more on our blog), we thought we'd explore what makes a great candidate experience and the affect it can have on the candidate's decision making process. Borrowing liberally from Matt Watkinson's "The 10 Principles BehindGreatCustomerExperiences" we will be discussing how the principles surrounding great customer experience can be applied to great candidate experience:
1.Great candidate experience strongly reflect the candidate's identity
2.Great candidate experience satisfy our higher objectives
3.Great candidate experience leave nothing to chance
4.Great candidate experience set and then meet expectations
5.Great candidate experience are effortless
6.Great candidate experience are stress free
7.Great candidate experience indulge the senses
8.Great candidate experience are socially engaging
9.Great candidate experience put the candidate in control
10.Great candidate experience consider the emotions
For more go to socialtalent.co and you too can become a Sourcing Ninja!

Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day-to-day activities.
Continue your talent acquisition transformation at TalentConnect365: http://linkd.in/1s8SWeG

Employers: Brand and The Candidate Experience

When you are in the business of creating extraordinary experiences (Bozzuto’s brand promise), candidate experience takes on a whole new meaning. A perpetual work in progress, and not exempt from imperfection, we strive to have positive touch points with everyone who becomes acquainted with the Bozzuto brand.
JoinTalentBoard VP, Kevin Grossman, as he welcomes KristenReese, Vice President of Talent Management, Diversity & Inclusion at Bozzuto, and a multi-year CandE AwardWinner, who will deliver an informative 30-minute webinar that will cover:
– When does the candidate experience begin
– Who is “the candidate”
– Why does a positive candidate experience matter – the business case

Today, there are five generations in the workforce: traditionalists, boomers, Gen X, millennials and, chomping at the bit, Gen Z. Each defined by their individual histories and brings a slightly different view on what work is, how it’s performed and what value it holds.
So what does this mean for your recruiting strategy?
The generational aspect now plays a bigger role in determining which approach is best for each generation.
Watch this on-demand webinar led by Elaine Orler, chairman and co-founder of TalentBoard, the founding organization of the CandidateExperience (CandE) Awards, and learn more about ways to recruit different generations of talent and the expectations and preferences of each.
Elaine Orler, chairman and co-founder of Talent Board, discusses:
• Ways to recruit different generations of talent
• How recruiting strategy impacts the candidate experience
• What employers can do to improve their processes
Sharing results from the fifth annual Candidate Experience Research report, Orler considers how recruiting strategy impacts the job candidate experience and what employers can do to improve their processes.
In addition, Orler shares insights and discuss which recruiting practices helped recent CandE Winners deliver a positive experience.
Learn more about this year’s survey data and what you can do to enhance your recruiting strategy and engage top talent!
Disclaimer:
*Viewing this recording does not meet the requirements to receive HRCI credit. Attend one of our live presentations for HRCI credit opportunities.

59:39

Webinar: Extending the Candidate Experience from Shoulder Tap to First Day

Learn how to create a stellar candidate experience from shoulder tap to first day.
Edward...

Treat Your Candidates Like Your Customers: New Age Talent Strategies

Attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consider the following: 83% of recruiters surveyed describe the current employment market as candidate-driven. (Source: Recruiter Sentiment Study by MRINetwork). Recruiters now face the challenge of offering jobs while expecting more rejection.
Today’s job seekers are in the driver’s seat. They have the power of social media on their side - they conduct endless research to fully understand a company, its culture, and its reputation before making first contact… And, they’re way more selective about which organizations they’re willing to work for. Candidates have consumer like expectations and expect engaging, transparent experiences. What’s more, candidates are often your customers. How you treat jobseekers can affect your customer relationships and your overall reputation in the market. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business.
Join this webcast to learn about:
The new dynamic and market landscape for talent
New imperatives and talent strategies for organizations
Lessons from Best practice organizations
Vendor Link: http://www.hr.com//en/webcasts_events/webcasts/archived_webcasts_podcasts/treat-your-candidates-like-your-customers-new-age-_ifxz7nsg.html?s=fcgqKJntB3kwpwHj

5 Ways To Hack The Candidate Experience...

Webinar: 5 Steps to Managing the Candidate Experie...

Webinar: Inside the Candidate's Head: The 5 Stages...

Improving the Candidate Experience...

10 Principles Behind Candidate Experience Part 1...

Candidate Experience Checklist Webinar...

Candidate Experience Part 1 & 2...

Enhance the recruiter & candidate experience with ...

AvatureLive - Webinar: Extending the Candidate Exp...

Employers: Brand and The Candidate Experience...

Recruiting Differences by Generation - Lessons fro...

Webinar: Extending the Candidate Experience from S...

Why the Fuss About Candidate Experience Track 3...

Treat Your Candidates Like Your Customers: New Age...

It turns out that a theory explaining how we might detect parallel universes and prediction for the end of the world was proposed and completed by physicist Stephen Hawking shortly before he died ... &nbsp;. According to reports, the work predicts that the universe would eventually end when stars run out of energy ... ....

Article by WN.Com Correspondent Dallas DarlingIt wasn’t very long ago Republicans were accusing Democrats of either paying a few dollars to the homeless for votes or giving them a pack of cigarettes. But with Donald Trump, it’s obvious he paid $130,000 to an adult-film star in exchange for her silence last October and just before the general election ... Was the payment from his own account – or from a lawyer – or from campaign donations....

Using e-cigarettes may lead to an accumulation of fat in the liver, a study of mice exposed to the devices suggests. “The popularity of electronic cigarettes has been rapidly increasing in part because of advertisements that they are safer than conventional cigarettes ... Friedman of Charles R. Drew University of Medicine and Science in Los Angeles, California ... Circadian rhythm dysfunction is known to accelerate liver disease....

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Banks have been working to become omni-channel businesses in an attempt to provide a better customer experience... Many companies say customer experience is important, but do nothing about it, he says ... to pay more for a better customer experience....

All the data collected in the Digital Age has led to the the Age of Experience. Businesses can now take all the data they have and create personalized and engaging experiences for consumers, engaging with them in a more interactive way to make a lasting impression ... ....

Indulge in the ganja experience with hemp-based beauty products by Nature's Root, at the Kaya Spa located on the Kaya Farms in DraxHall, St Ann. Nature's Root is a Colorado-based beauty company that makes products such as lotions, body scrubs,... ....

To write her recent books, Erin Teagan decided she had to go to Space Camp in Huntsville, Alabama.She wanted to immerse herself in the experiences of 11-year-old Luciana "Luci" Vega, the main character in a new American Girl series. "Luciana" and "Braving the Deep" are the first two novels.Luci wants to be an astronaut when she grows up. At the U.S ... ....

UC Berkeley students are challenging the notion that balloons are just for parties — on March 4, Space Technologies at Cal, or STAC, successfully launched a high-altitude balloon, or HAB, 101,000 feet into the stratosphere, conducting one experiment for a Berkeley lab and two experiments for NASA in the process ... Each experiment contained a bacterial sample to observe the effects of harsh atmospheric conditions on bacteria....

Providing custom logo design and other graphic design services for thousands of customers in over 100 countries. This is a full time service with satisfaction guarantee!. Explore the portfolio ... 17+ years of experience, customers in over 100 countries ... ....

With a reassuring little pulse, it gives you the feeling of firing a round in Call of Duty with a short, sharp jolt, and it lets you experience the weight and pressure of lifting and cutting stomach tissue ... For the experience that we tried, the wands controlled a set of pincers and a cauterizing tool, but can be a scalpel, a bone chisel, a syringe, pretty much any tool that a surgeon will need to use during an operation. ....

Next time you look at yourself in a changing room, ask yourself, is that really me? Or a skinnier version of me?. Clothes shops are more and more using flattering mirrors to pry cash from unsuspecting customers. Source. Fair Go... Fair Go conducted an experiment with a normal mirror and a skinny mirror, asking people which reflection they preferred. Every time they choose the skinny mirror. "I look more slim," says Brioche.&nbsp; ... ....